• The Colombian Vice-Minister of Labor announced over Twitter his intention to launch an investigation into Teleperformance’s work environment.
• Time and local media reported the story.
• Teleperformance has not received any official notification from Colombia’s Ministry of Labor.
• Teleperformance will respond appropriately and cooperate fully with the authorities, should it receive any official notification.
• Teleperformance respects and fully complies with all laws, rules, and regulations everywhere it operates. Teleperformance is confident that any potential investigation will find that Teleperformance Colombia is compliant with all applicable laws, rules, and regulations.
• Teleperformance is fully committed to employee well-being and staff diversity, equity, and inclusion. Over 97% of Teleperformance’s worldwide workforce of 420,000 employees currently work in independently certified best-employer locations, including all our employees in Colombia.

• As of now, Teleperformance has not received any official notification from Colombia’s Ministry of Labor.
• Teleperformance will respond appropriately and cooperate fully with the authorities, should it receive any official notification.
• Teleperformance has contacted the Colombian Vice-Minister of Labor to obtain an appointment, now scheduled for Wednesday, November 16, 2022. He has also tweeted an acknowledgment of our contact and called it ‘a good sign’.

• Teleperformance has been operating in Colombia since 2009 and is today a major employer with over 41,000 employees.

• In 2022, our operations in Colombia were certified as a Great Place to Work® for the sixth consecutive year based on confidential feedback from thousands of our Teleperformance Colombia employees.
• In addition, that same year the Great Place to Work Institute® found that 85% of Teleperformance employees in Colombia rated the company very highly on overall trust, respect, fairness, and credibility as a caring employer in an independently validated survey.
• We frequently ask for workplace feedback from our employees and take their input very seriously. In 2022, we have conducted 544,470 internal employee sentiment surveys in Teleperformance Colombia to date.
• This integrated employee workplace input is just part of our continuous commitment to people care. We are dedicated to being a great employer everywhere we operate. 

• The links below give some videos of our people and some of our projects in Colombia.
  • Our commitment to the planet:https://youtu.be/C-wOdBU_gCU,
  • Testimonial from a team member: https://youtu.be/EI8s8YuK9XY,
  • Our refuges program: https://youtu.be/-UBJRKrjbFc
  • Our sites: https://youtu.be/I5CUt-809D0; https://youtu.be/-TVfs-DwWPY
  • TP Gaming Arena: https://youtu.be/pQpzz0KJRCw

• Teleperformance is proud to be a worldwide signatory to the United Nations Global Compact (UNGC) since 2011. As part of this compact, Teleperformance recognizes and respects collective bargaining and employees’ right to organize among its ethical business principles for human rights, international labor standards, environment, and anti-corruption.
• Multiple unions represent employees within Teleperformance; some have done so for many years.
• At the end of 2021, Teleperformance had recognized unions in 19 countries covering 40% of its workforce (i.e., over 165,000 staff). It also recognizes the European Workers Council which covers 22 countries in Europe.
• Teleperformance Colombia has had ongoing discussions with the local union in Colombia. So far, legal conditions have not been met to validate union representation there. We are taking a constructive approach and have reached out to the local union again to continue the process with a fair and open mind.

• No. This issue has not impacted our business in Colombia or our relationships with our clients elsewhere.
• Colombia is a key delivery country and market for Teleperformance, and we remain fully engaged to continue growing there.

• Content moderation is an essential ‘first responder’ service that protects the public from harmful content on social platforms.
• While up to 97% of the egregious content is automatically removed thanks to the clients’ AI technology, the remaining 3% needs to be reviewed by humans because of contextualization issues.
• Human moderators are very rarely exposed to highly egregious content. In fact, we estimate that highly egregious content is less than one per one million items of user-generated content reviewed by Teleperformance content moderators.

• Content moderation represents approximately 7% of our yearly revenues and less than 5% of our workforce.

• Safety and well-being of our employees are top priorities at Teleperformance.
• We recognize and appreciate the important task that our moderators do in their role as ‘first responders’ protecting the public from harmful content on social platforms.
• The hiring process for content moderators is more specialized than the process for other positions, with in depth screening and background check processes, including criminal background checks where permitted.
• Teleperformance supports content moderators with better wages and benefits, a more relaxed work environment, more frequent breaks, and access to psychological and well-being counseling from qualified experts.
• At Teleperformance, we depend on our people, and their success leads to our success.
• Teleperformance content moderators have higher employee satisfaction scores (in both internal real time Sentiment Surveys and external Great Place to Work benchmarking) and much lower attrition rates than our other staff. They are proud of the essential ‘first responder’ service they provide to society.

• Upon learning of allegations in the media, Teleperformance immediately initiated an internal review by its Global Audit Team, conducted under The Institute of Internal Audit (IIA) standards. After an extensive investigation, Teleperformance found no Child Sexual Abuse Material (CSAM) content in Company-provided ongoing education materials or guidance documents, such as the Daily Required Reading (DRR).
• In addition, Teleperformance has not received any report through its various internal employee-reporting mechanisms alleging that TPUSA’s ongoing education or guidance documents contained apparent CSAM.
• Besides the internal audit, TPUSA’s outside counsel engaged a nationally recognized consulting firm to assess TPUSA’s compliance with its contractual obligations to the client. None of the findings from the external assessment were inconsistent with the conclusion from the internal audit that TPUSA did not find CSAM content in Company-provided ongoing education materials or guidance documents, such as the DRR.

• The results of the external assessment are subject to confidentiality restrictions.
• Teleperformance is working with all the involved parties to find a way, in accordance with its contractual obligations, to be able to publish the key conclusions of the external assessment.

• Teleperformance’s management and Board of Directors are highly confident in the future growth of the Company and believe the current stock price is significantly undervalued.
• As a result, the Company decided to take the share price discount as a value-driven opportunity to allocate its cash.
• At Teleperformance, our goal is to continue generating enhanced value for all our stakeholders, including our employees, clients, and shareholders.
• Teleperformance enjoys strong liquidity, with €756m in current cash and cash equivalents at 30/06/2022 and more than €1bn of undrawn credit lines.
• The Group completed a €750m bond issuance in June 2022 to lengthen its debt maturity to 2029.

• As a signatory to the UN Global Compact since 2011, Teleperformance is committed to upholding and promoting its ten fundamental principles and contributing to the Sustainable Development Goals.
• Identifying the main CSR risks and challenges has helped the Group organize its CSR initiatives. Teleperformance strives for total stakeholder satisfaction.
• To fulfill the Group’s mission and meet the expectations of its main stakeholders, Teleperformance has made 3 commitments consistent with our Group strategy. We measure the impact of our Group on the ecosystem through key performance indicators and short and mid-term targets.

The 3 pillars of the Group’s CSR strategy are the following:

• A preferred employer
• Employee engagement and well-being
• Career development
• Health & Safety
• Human rights
• Diversity, equity & inclusion

• A trusted partner
• Business ethics
• Customer experience and innovation
• Data security
• Sustainable growth

• A Force of Good
• Meaningful jobs
• Positive impact on the local communities and the environment where we operate

A number of initiatives and achievements are described in the 2021 Integrated Report. Among the most recent key achievements:

• A preferred Employer: in October 2022, for the second year running, Teleperformance was named one of the World’s 25 Best Workplaces™, ranking 11^th in the world across all industries by Fortune magazine in partnership with Great Place to Work®
• Force of good:

Citizen of the World

• Our global charitable initiative has operated continuously since 2006 and has raised more than $60 million (USD) in cash and in-kind donations for disaster relief, basic survival aid for the world’s most vulnerable infants and children and ongoing childhood education efforts.
• In early 2022, Teleperformance entered into a US$6 million global partnership with UNICEF to fund improvements in children’s education programs in India and the Philippines and to contribute to the agency’s global disaster relief fund, including in Ukraine.

Citizen of the Planet

• Our Citizen of the Planet initiative started in 2008 to protect the earth for the generations who follow us We just started a new initiative with One Tree Planted to plant 500,000 trees for reforestation, spanning 5 locations across 4 continents. It includes a challenge to plant an additional 500,000 trees for a target of 1 million trees planted by end of 2023.
• In September 2021, Teleperformance committed to new ambitious carbon emission reduction targets, including a 49% reduction per FTE by 2026 for Scopes 1 and 2 and a 38.3% reduction per FTE for scope 3, approved by the Science Based Targets initiative (SBTi) in September 2021.
• Carbon-neutral Climate Teleperformance has pledged to be Carbon-neutral by 2040, a full 10 years ahead of the Paris Agreement objective.

• At Teleperformance, we are committed to being a responsible and transparent organization.
• We will continue providing updates for key developments. Should you need to contact us, please use the contact form below

FINANCIAL ANALYSTS AND INVESTORS

Investor relations and financial

communication department

TELEPERFORMANCE

investor@teleperformance.com

PRESS RELATIONS

Europe

IMAGE7

teleperformance@image7.fr

PRESS RELATIONS

Americas and Asia-Pacific

Mark Pfeiffer

TELEPERFORMANCE

mark.pfeiffer@teleperformance.com